Scaling back DEI initiatives undermines long-term success and employee engagement, says Royal College’s executive director of people and inclusion
“DEI is not about hiring and promoting unqualified people, and it never was."
So says Melissa Beckette-Batchellor, Executive Director of People and Inclusion at the Royal College of Physicians and Surgeons of Canada, amid the ongoing backlash against DEI programs.
"DEI is about offering opportunities to a larger qualified and diverse pool of people. It is about ensuring that people have equitable access to opportunities and that our organizations reflect the diversity of our community."
DEI initiatives are about ensuring equal opportunities for everyone, especially in organizations that serve diverse communities, she says. And as major companies scale back on DEI policies, particularly in the US, the need for such initiatives has never been clearer.
A growing number of American corporations have eliminated their DEI programs, often to align with the changing regulatory landscape, like gaining approval from the Federal Communications Commission (FCC) for mergers.
Names like Paramount Global, T-Mobile, and Verizon highlight this trend. A new survey by Resume.org reveals that 20% of companies have axed their DEI policies since the re-election of President Donald Trump in 2024.
Decreased employee morale
Among these organizations, nearly half reported a decline in employee morale, with 36% noting a reduction in the retention of diverse employees and 35% seeing fewer diverse applicants.
Beckette-Batchellor emphasizes the damage eliminating these DEI policies can do to employee morale, as employees from marginalized communities are left questioning their value within those organizations.
"DEI creates a sense of belonging and inclusivity, so when companies scale back or eliminate DEI initiatives, it sends a message that they don't value diverse opinions, thoughts or ideas," she explains.
DEI as a continuous journey
For Beckette-Batchellor, DEI is not a one-off initiative; it’s a continuous journey. This flexible approach, she explains, allows organizations to meet employees where they are, providing both the space and the tools to move forward on their DEI path.
"Organizations need to be reflective and analytical to see what is working well," Beckette-Batchellor says. "We need to be clear on what we want to achieve through our policies and our practices."
Her comments underscore the importance of understanding DEI as a strategic process. It’s not enough to simply introduce policies; organizations must assess the situation and plan for gradual improvements, she says.
This means continually assessing what the workforce needs and adjusting strategies accordingly. It's about ensuring that every employee has foundational knowledge of DEI and then building on that foundation with specific learning opportunities.
"We need to start with incremental small wins, such as raising awareness," she says. "We need to weave it into our work, not see it as an add-on.”
Embedding DEI into business practices
But Beckette-Batchellor also stresses the importance of actionable change and embedding DEI into business practices. This includes everything from hiring to ongoing facilitated discussions within the organization.
Whether it’s a lunch-and-learn session, e-learning modules, or facilitated discussions, the goal is to ensure that employees have the chance to engage with DEI in a way that suits their learning styles and schedules, she says.
"If we just have learning opportunities and then stop, we’re not actually weaving DEI through the organization," Beckette-Batchellor explains. "We look at things like inclusive hiring and the makeup of our hiring panels as well.”
This approach to education resonates with employees, and feedback from the Royal College’s workforce suggests that these varied learning opportunities are more effective than a single, standardized training program.
"Employees like having different options for learning," she says. "It’s about making sure that learning is meaningful, especially when people are busy."
Strengthening organizations and communities
Ultimately, Beckette-Batchellor believes that DEI is not just a corporate obligation, but a moral one. And for her, this commitment to DEI is essential for long-term success.
"DEI will help not only the organizations, but the communities they serve," she explains. "If we think about providing the tools for employees to do their best work, we should think if they feel valued, respected, included and recognized."
This mindset, particularly in light of recent trends in the U.S., offers a reminder to organizations about the significance of DEI. While others may be retracting their efforts, Beckette-Batchellor’s approach is proof that commitment to diversity, equity and inclusion doesn’t just benefit employees, it strengthens the organization and the communities they serve, she says.
"DEI is about creating a culture of value and respect," she says. "If we’re looking at how we value our employees, how they feel valued and respected, that’s the key."
